A recent news article stating that the corporate is doing away with formal dress codes is a pointer to the fact that employees' attitude and job satisfaction is not solely linked with monetary aspects. Subtle factors as recognition, developmental opportunities, work ethics, and teamwork play as crucial morale boosters. It is for this reason that HR managers are adopting pleasing tactics as Flexi time, work-from-home options, and employees' socialization. Some employers have even gone to the extent of introducing 'fun while working' concept to steer away the mundane feelings that might stifle employees' morale and productivity.
Succinctly, employees' work attitude and job satisfaction are about the overall work ambiance that comprises of organizational structure, culture, leadership, and organizational policies. While a 'flatter' organization is likely to foster the 'sense of being valued', participative leadership paves the way for employees' engagement in decision-making thereby leaving them with more contentment and a 'feeling of being recognized'. Apparently, organizational culture focusing on inclusiveness, innovation, creativity, and transparent competition is likely to rev up employees' critical thinking and problem-solving capabilities.
Scholars have clearly delineated an association between job satisfaction and employee motivation. The earliest strategy to achieve this was monetary increments and wage increase; gradually other perspectives emerged as the earlier linkage did not prove sufficient in bringing out employees' motivation. It is the reason that diverse other perspectives related to cultural, structural, and leadership aspects cropped up. Various scholars have put forward differing notions suggesting underlying principles of motivation.
For instance, while Maslow presents a hierarchy of needs for satisfying employees, later scholars have refined his ideas by reducing the hierarchical levels. As per Maslow, employees' long for higher needs when their lower needs are fulfilled. An application of this model in the business management calls for fulfilling psychological motivation( ample lunch breaks), safety needs( job security), social needs(a feeling of acceptance), and self-actualization( offering meaningful work). Herzberg mentioned that the job role of an employee should be challenging enough to optimize the ability and potential of a staffer. An application of Herzberg's model is that the organization must consider automating the task or look for a suitable replacement if a particular job is not designed to aptly optimize the skills of an employee. Restructuring the job, thus, one of the key takeaways of Herzberg notion. In the same vein, Woodruffe has embarked on continuous employees' training and development opportunities applied by continuous organizational learning.
There is no denying the fact that motivation is not static; it is always evolving. Additionally, it is influenced by internal and external factors. Social interactions also play a significant role in modifying the level and intensity of motivation. Nonetheless, motivation is not simple as it looks. A person feels motivated or de-motivated by different factors in his/her life. Fisher and Locke have vindicated that job satisfaction is a complex phenomenon influenced by the interplay of various factors as salary, organizational commitment, working environment, autonomy, and leadership communication. These factors leave employers groping for new ways time to time to keep up the motivation level of employees. At the same time, they assist managers to make employees behave 'naturally' towards achieving desired organizational objectives.
Applying Motivational Principles at Work
Various theories and principles of motivation prove handy for the management in rolling out desirable tactics as positive reinforcements, fair treatment, candid goals, linking rewards to job performance, and job restructuring. Nonetheless, the successful implementation of theories of motivation depend on a number of factors as follows:
Energizing the team: becoming a kind of leader who strives to bring passion to the workplace
Respecting the people
Acting with integrity: Acting in a way that suits the best interests of employees as well as makes a fine balance between organizational and employees' interests
Communication: Leaders' communication with employees must be open and supportive. Listen to employees and their concerns is among primary keys to keep them excited towards work.
Leading through experience: Mentoring employees, partnering with them, and encouraging them.
Explicitly, most of the motivators directly or indirectly relate to organizational culture, structure, and leadership aspects. These factors are quite significant in business management as they assist managers in bring about a healthy workplace ambiance. It is also quite clear that adopting these strategies enhances employees' engagement and morale. Considering the direct linkage between motivation and productivity, it is imperative to roll out desirable awards, monetary and non-monetary, to keep up the working spirit.
References
Frey, B. S., & Margit, O. (2002). Successful Management by Motivation: Balancing Intrinsic and Extrinsic Incentives. Springer Science and Business Media.
Herzberg, F. (2003). One More Time: How Do You Motivate Employees? Harvard Business Review , 86-96.
Lavigna, R. J. (2013). Engaging Government Employees: Motivate and Inspire Your People to Achieve Superior Performance. AMACON.
Miner, J. B. (2005). Organizational Behavior: Essential Theories of Motivation and Leadership. M.E. Sharpe.
Parvin, M. (2011). Factors Affecting Employee Job Satisfaction on Pharmaceutical Sector. Australian Journal of Business and Management and Research , 113-123.
